The challenge: Retirements and departures were coming, and leadership needed a staffing picture it could defend before the gaps showed up in the call schedule.
What we did: Modelled demand for anesthesia services from current and projected clinical FTE, then tested it against twelve months of call, locum participation and expected retirements. No borrowed academic-centre assumptions.
The impact: A staffing analysis grounded in the call burden, recruitment pressure and operating limits of a small to mid-sized community hospital, and a clear evidence base for the decisions ahead.
"What stood out most to me was your ability to quickly understand the realities of a small to mid-sized community hospital environment." – Cornwall Hospital
The challenge: Move the group's administrative staff to independent direct employment, with pension, benefits, payroll and HR policy all in place, without disrupting the staff or the practice.
What we did: Reviewed the staff employment support model, then led the transition end to end. We mapped the pension and association applications, redrafted employment contracts and HR policies, built the implementation tracker and ran the plan with the executive.
The impact: The executive committee adopted a full-service payroll provider and joined an established group benefits plan. Staff move to direct employment in January 2027, and the transition is on track.
PulseBridge Praxis
We use cookies to analyze website traffic and optimize your website experience. By accepting our use of cookies, your data will be aggregated with all other user data.